Proactively “From the Sea”; leveraging the littoral best practices for a paradigm breaking six-sigma best business case to synergize a consistent design in the global commons, rightsizing the core values supporting our mission statement via the 5-vector model through cultural diversity.

Thursday, March 08, 2012

There is much more to the insult to the Fleet Sailor by SECNAV described on TUE; much more.

Where I see with most of Gen X, and with growing strength in Gen Y and Millennials, a move away from sectarianism as defined by the 1970s perception of race by the majority of the Baby Boomers - there is great hope for the future in the drive to a just an more color-blind society.

Unfortunately, we are stuck with the Baby Boomers' excess influence for at least another decade. The Boomers are at the height of their power right now, and as a result we see their most metastasized fetishes continue to spread.

It was in full bloom with the SECNAV as he exuded his "21st Century Sailor & Marine" concept. I'll comment in full at a later date - but for now because it is THU, let us focus on the sadly predictable smoke, mirrors, and newspeak from the Cult of (D)iversity.

Heck - even they are moving away from the now almost toxic term "(D)iversity" (you're welcome) - they now like "inclusion." Let's forget for the moment the snide implication that we are an organization that is not "inclusive" and move on...for now.

We have talked in detail about the (D)iversity Industry here; their grasping for the fattest teat on the guv'munt sow. Yes, it is here.

Ensuring all personnel, regardless of race or gender, are given every opportunity to excel and succeed is the hallmark of the program's forth area, inclusion. In order to operate globally, the Department of the Navy will need diversity of ideas, experiences, areas of expertise, and backgrounds to fulfill a variety of missions, while remaining relevant to the American people....A new DoN Diversity Office will be established, with the Assistant Secretary of the Navy (Manpower and Reserve Affairs) serving as the DoN's diversity officer. The Diversity Office will leverage, coordinate and formalize ongoing efforts within the Navy and Marine Corps and will include the heads of the Navy Office of Diversity and Inclusion, Marine Corps Office of Equal Opportunity and Diversity Management and the DoN Office of Civilian Diversity as team members.

"Diversity of Thought - Connectedness with America - Diversity is more important than race, ethnicity, or gender," said Sgt. Maj. Micheal P. Barrett, the 17th sergeant major of the Marine Corps. "We are committed to attracting, mentoring and retaining the most talented men and women who bring a diversity of background, culture and skill in service to our nation."

Let us do some light Fisking.

First & Third Paragraph: That is your smoke screen, mirrors, and NewSpeak. Never in the actual history of DoN's "operationalizing (D)iversity" has it been about "background, skill, expertise, or experience." Talk is one thing; action is another. Everything from the metrics to accountability reviews to the CNO's brief, has been almost completely about race and ethnicity - with a little bit about gender thrown in - but in the end; it is the Cultural Marxist fetish of sectarianism.

A new DoN Diversity Office will be established, with the Assistant Secretary of the Navy (Manpower and Reserve Affairs) serving as the DoN's diversity officer. The Diversity Office will leverage, coordinate and formalize ongoing efforts within the Navy and Marine Corps and will include the heads of the Navy Office of Diversity and Inclusion, Marine Corps Office of Equal Opportunity and Diversity Management and the DoN Office of Civilian Diversity as team members.

That is, literally, the money shot.

Of course, to do his new "job" - one must have supporting staff. As our Navy shrinks and our forward deployed forces do not have the funds to do what they need to do - our Navy is creating more SES/high-GS positions to do exactly what? Create PPT and to justify their jobs.

There is no institutional discrimination in the military and has not been for decades. In the general population though, there are significant differences in everything from high school graduation rates to academic achievement to swimming ability between the races - there will always be a difference in numbers at the other end. The military is one of the customers of the educational and cultural systems it serves; it doesn't create them.

On the gender (nee s3x) side of the house, as women will always be the ones who give birth and are much more likely to leave the workforce to care for their children at a tremendously higher level than men - there will always be a difference in numbers.

None of these things are within the control of the Navy, therefor there are one of two results, both related to the core motivators of those who exist in the (D)iversity Industry.

First motivator, money: as you will never get the numbers to match - you will always have a job to go to conferences, build PPT, create non-value added busy work for the warfighter, and generally keep yourself busy getting a paycheck.

Second motivator, grievance: if you are not just after a paycheck, but payback, you are driven by the most primitive and destructive brain-stem function - you judge by the physical appearance of others, and see those who don't look like you as "the other." Remember, at their core, the (D)iversity Bullies are no better than the KKK - they see you by the color of you skin and the shape of your face - and attach to it their pre-conceived prejudiced options of that physical appearance.

They will do the only thing they can do to make the numbers match - create separate and unequal standards based on self-declared racial and ethnic groups - and use them to actively discriminate through acts of commission and omission "the other" or order others to do so. As to maintain equal numbers they will have to keep separate standards - someone will have to be there to monitor and enforce - therefor reinforcing the first motivator. Both give you a chance to lord over others who are actually productive; so you get the extra bonus of ego stroke to go with it. A typical personality aspect of fonctionnaires.

As things just don't seem to work - as we are at its core a fair nation and will only fudge ethically a little - we have already reached the point where it is time for senior leadership to speak up.

Either they will lie to the (D)iversity Bullies about their goals and actions - or they agree with their argument on the nature of the military. One demonstrated a severe negative character flaw - the other a perverse self-loathing and a willingness to inflict pain on others (agree to different and discriminatory actions) in order to maintain your own comfort.

The easiest thing to do, as it always is, is to tell the truth.

The question remains - do the Generals and the Admirals run a racist and exclusionary organization?

I don't think so, and I don't think they do either. Silence is approval though - and I don't care if these are members of Congress - our senior leadership must stand up for the organizations they lead. Tell the truth.

If in truth we are not a racist organization, then stand up for it. If you don't stand up for it, then you are telling everyone who serves that they are part and party of a racist organization.

It is easy to do. All you have to do is parallel the words of the person who headed the 2011 Military Leadership Diversity Commission report, retired Air Force Gen. Lester L. Lyles. He is almost Salamanderesque on the topic ... almost;

“There are no institutional biases in the United States military today, … and probably have not been for many, many years,” Lyles said. “But there are some people who think there are, because when you look statistically at the demographics in the United States, and you look at the demographics in the military, then you look at the senior leadership positions, both in officer and senior enlisted ranks, to some it may give the appearance that there are biases that prevented women and minorities from achieving those senior ranks.”

... and the vice chair, retired Army Lt. Gen. Julius W. Becton Jr.

“Unless we start at the pre-kindergarten level, we’re never going to increase how many kids are graduating and going to college,” said Becton, a former college president and superintendent of Washington, D.C., public schools. Issues such as full-day kindergarten, summer school, and lengthening the hours American children spend in school all have an impact on the military, he said.

Such steps are important, Becton said, to ensure that potential recruits can meet military standards. Nothing the commission has recommended calls for lowering standards, he added.

“There are no efforts whatsoever to decrease standards,” he said. “The standards are proven, and we want people to come up to the standards.”

Why don't we hear that from our active duty leadership along with some pushback?

This is not a racist Navy. No one needs special treatment. We should say it.

You can be part of the problem, or part of the solution. By promoting through acts of commission and omission the (D)iversity diktat of sectarianism, you are part of the problem.